Masters in Public Administration - MPA / This study focused on Black Economic Empowerment and gender in the liquid fuels industry. It explored the possible means of empowerment and questions the seriousness of organizations to institute programmes that are gender sensitive. The liquid fuels industry in South Africa served as the pinnacle of the apartheid state. It possessed the strength to survive the onslaught of the economic sanctions imposed as a result of apartheid. It was because of these stringent economic sanctions that it was forced to survive on its own with limited assistance. The advent of democracy in 1994 gave this industry the impetus to grow in terms of Gender and Black Economic Empowerment. / South Africa

Bibliography: pages 121-126C. / The research problem addressed in this research is the shortage of qualified chartered accountants from the black community in South Africa. This research attempts to identify what factors have resulted in this shortage, what efforts are being made to address this imbalance by which organisations and what factors could be considered as critical to the success of organisations, programmes and/or individuals. The study consists of a literature review and a three stage survey. Qualified black accountants and representatives of educational and other relevant organisations responded to questionnaires or were interviewed. The study is descriptive and exploratory in nature. Results indicate common trends amongst individual accountants and the opinions and experiences of organisations, rather than quantifiable data. The initial survey highlighted issues which have historically contributed to the shortage of black accountants, including awareness and perception of the profession, institutions, structures, racism, financial, macro and micro societal and educational factors. Educational factors were focused on for the remainder of the research. The literature review examined research in the areas of academic support programmes, cognition, learning and education and accounting education. Needs assessment, organisational objectives, educational methodology and evaluation were highlighted as potentially important factors in academic support programme design. The final section of the research drew on the practical experiences of support organisations and qualified accountants. The factors identified in the literature review appeared to be evident in most programmes. The group of qualified accountants participating in the study had not, however, participated in educational interventions by organisations, so the effectiveness of the hypothesized success factors could not be adequately assessed. Other issues which were identified in the study, and which are suggested for further research, were participation in facilitated or informal study groups, issues related to bilingualism and language and the importance of the locus of control over, and location of responsibility for, learning. The results indicate certain trends and commonalities which could guide further study, but the small population and sample size, and low response rates limit the generalisability of the results. Although the results are inconclusive as to the effectiveness of support organisations, a number of implications of the study for the short and long term, as well as suggestions for future research, can be made.

A research report submitted to the Faculty of Management, University of the Witwatersrand, Johannesburg, in partial fulfillment of the requirements for the degree of Master of Management. / Current political changes in local government will necessitate the implementation of affirmative action programmes. Successful implementation is vital to ensure peace and stability at local government level. The main purpose of this study was to examine control options for affirmative action in local government. The research was conducted by means of two research methods, namely documentary study on eight policy documents and survey questionnaires from 152 people involved in local government. It is interesting to note that the results of these methods were highly complementary. The documentary study and survey questionnaire results revealed a high degree of consensus on union involvement in the development of affirmative action policies and programmes. Furthermore, the enforcement of affirmative action by means of agreement between management and the trade unions was well received by all occupation groups in the study. Councillors and officials in particular, had no difficulty with shop steward involvement in the implementation of affirmative action, The study revealed that council officials and councillors are not in favour of government involvement in enforcing affirmative action policies and programmes .. At best, negotiated guidelines on affirmative action are fairly acceptable. The use of quotas and/or fines was unacceptable to the various parties. The nature of the research was exploratory and took the form of theory building as opposed to theory testing. For the first time in South Africa, an attempt was made to assess how best control systems for affirmative action policies and programmes could be implemented in local government. The input from key stakeholders in local government made it possible to develop a model that could he used to control affirmative action policies and programmes. / AC2017

Thesis (LL.M. (Labour Law)) -- University of Limpopo, 2022 / The aim of this research is to determine the laws that regulate affirmative action in the workplace and the impact Covid-19 has on affirmative action. This research focuses on the history of affirmative action in South Africa and the United States of America. Both countries have a similar history of discrimination and racial segregation. The United States of America is one of the most progressive countries on the issue of affirmative action. The comparison of South Africa with the United States of America will enhance the applicability and effectiveness of affirmative action. Past discrimination is a huge contributing factor to the imbalances and inequalities experienced in the workplace. A measure in a form of affirmative action was established to redress past injustices, however, there are many controversies around the topic and its effectiveness. The Covid-19 pandemic has made matters worse in that many people have been laid off, resulting in the retrenchments and the regress of affirmative action and its purpose. The findings of this research conclude that Covid-19 has negatively affected the process of affirmative action. As such, employers during this trying time prefer only individuals who are fully qualified and experienced as the employees have been reduced. As long as affirmative action applies to individuals or a group of individuals with certain skin colour or sex regardless of their past privileges this racial tension might never be relieved. In order to effectively implement affirmative action, South Africa has to focus on the institutions that cause the problem rather than dealing with the final results

BBBEE is currently on everyone’s minds and the uncertainty surrounding the changes to the Codes of Good Practice as well as the Sector Codes leaves business owner’s with a feeling of uncomfortable anticipation. The changes to the Codes of Good Practice has set the tone and most of the Sector Codes are being modelled around the Codes. Business owners will have to adapt to the changes and plan in advance in order to avoid being without a compliant BEE certificate. This will entail a strategic analysis of the company’s financial position as well as a strategic BEE plan for the 12 months they will be rated on.

The key aspect to stimulating economic and individual growth in the workplace has been shown in numerous case studies to be the removal of discrimination. Affirmative Action looks at dealing with, and making amends for past injustices, as well as moving towards equal employment opportunities in a constructive manner. It is about recognizing that people are inherently different whilst trying to achieve a “colour – blind” society. The Employment Equity Act No. 55 of 1998 was put in place by Government to facilitate the implementation of fair workplace practices, which will correct the imbalances of the past as well as creating a workforce, which reflects the demographics of South Africa. The inequalities in employment patterns and practices with respect to access to employment, training, promotion and equitable remuneration especially for black people, women and people with disabilities are addressed in the said Act. The Employment Equity Act is quite specific about the minimum requirements of an organisation’s Employment Equity Plan, which make it easy to identify what progress is being made towards ending discrimination in the workplace. The minimum penalty for contravening the Employment Equity Act is R500 000 and the maximum is R900 000. The question arises as to whether South African organisations are merely implementing Employment Equity policies to adhere to the basic requirements and deadlines of the Act. Or, are these policies genuinely based on commitment to the principles of equality and equal opportunity for all in the workplace. Calsonic Kansei South Africa has put into place various training and succession plans, which will help to achieve the organizational goal of being more equitable in terms of the Employment Equity Act. Employment agency databases have also been analysed to determine the availability of suitably qualified Affirmative Action employees. In this paper the writer will investigate the progress that Calsonic Kansei South Africa has made towards achieving Employment Equity in relation to other organisations within the same industry.

In South African law, affirmative action has been a very controversial topic over the years. 5 Controversial issues such as perceptions and reactions of affirmative action in the South African context are varied. 6 These reactions are often categorised as politically explosive and emotionally charged. 7 Most people fear the implications of affirmative action, more specifically the impact thereof on their individual positions within the workplace.8 Those who feel threatened by these measures, tend to question the political and ethical legitimacy thereof. 9 Those who stand to benefit from these measures often dislike the labelling associated with these measures. 10 Confusion also exits in greater society about relationship between the equal opportunity, black advancement, affirmative action and diversity management paradigms and related practices. The sources of conflicting reactions to affirmative action stem from individual, group and cultural believes and values which were both shaped by the political realities of the previous regime and the ideals people cherish for themselves in the current dispensation. Colonialist and apartheid laws, policies and practices which were racist and patriarchal provided for separate societies for blacks, whites, Indians and coloureds. 11 At this point in time separate labour systems with job reservation were applicable for whites. There were also wage differentiations between white and black people and between sexes. 12 Furthermore, disabled people were kept dependant and there were also discriminatory legislative provisions against them. 13 This history of systemic discrimination and its resulting inequality and entrenched disadvantage for black, coloured and Indian women and the disabled, was and still is well-known both nationally and internationally. 14 Internationally, apartheid has been extensively disapproved. Examples hereof include the United Nations that declared apartheid and its impact a “crime against humanity” and a negation of the United Nations Charter, 15 expressions of censure culminated in the adoption of the International Convention on the Suppression and Punishment of the Crimes of Apartheid16 and the expulsion of South Africa from the United Nations and its agencies. 17 Nationally, on the other hand, South Africa promulgated several legislative pieces namely, the Constitution, the Promotion of Equality and Prevention of Unfair Discrimination Act 4 of 2000 and the Employment Equity Act 55 of 1998.

Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: Affirmative action is arguably one of the more controversial topics in the South African society today. Implemented in response to many years of apartheid which marginalised the Black population of South Africa specifically, this form of redress is aimed at reversing the wrongs of the past and at levelling the playing field in terms of access to scarce resources. Unfortunately, massive social structural changes such as these are hardly ever implemented without encountering resistance and unintended consequences. This is why the aim of this study was to explore the relationship between knowledge of affirmative action and attitudes towards affirmative action, as well as the relationship between attitudes towards affirmative action and the different forms of (dysfunctional) consequences this could have in the South African work environment for both the Designated-(Blacks, Indians, Coloured and White female employees) and Non-designated groups (White male employees) respectively. A non-experimental (ex-post facto) research design were utilised for these purposes. The constructs were defined as follows: knowledge of affirmative action as the respondents’ actual knowledge of South Africa’s Employment Equity Act, (1998) and attitudes towards affirmative action as the respondents’ stance (in terms of negativity or sensitivity) towards 5 affirmative action-related debates. These include attitude towards merit, - quotas, -reverse discrimination, - drop in standards, and – tokenism (Charlton & Van Niekerk, 1994; Human, Bluen, & Davies, 1999; Lynch, 1989; Qunta, 1995). For the Non-designated group (White males), Adams’ equity theory (1965) was used to explain how perceived inequity in the work environment could lead to certain forms of dysfunctional work behaviour, namely exit, voice, loyalty, stealing and silence (Hirschman, 1970; Pinder, 1998). For the Designated groups, relational demography theory (Riordian, 2000; Williams & O’Reilly, 1998) was used to argue how possible “out-group” status of affirmative action candidates could lead to lower levels of job satisfaction, group cohesion and organisational commitment, as well as to higher levels of conflict and role ambiguity. An availability sample of one-hundred-and-eighty respondents was drawn from the databases of several leading recruitment agencies in the Western Cape. Several scales were utilised, of which all were added into one composite questionnaire. / AFRIKAANSE OPSOMMING: Daar kan argumenteer word dat regstellende aksie waarskynlik vandag een van die mees kontroversie le temas is in die Suid-Afrikaanse samelewing. Regstellende aksie is g implimenteer in reaksie op baie jare van apartheid waarin veral die Swart Suid-Afrikaanse populasie ontsien is van baie geleenthede, en stel dus ten doel ‘n ommeswaai in die verkeerde praktyke van die verlede sowel as die gelykmaking van die speelveld in terme van toegang tot skaars hulpbronne te bring. Ongelukkig is dit so dat massiewe sosiale strukturele veranderinge soos hierdie byna nooit g implimenteer word sonder weerstand en nie-vooraf verwagte gevolge nie. Die doel van hierdie studie was daarom om die verhouding tussen kennis van regstellende aksie en houdings teenoor regstellende aksie, sowel as die verhoudings tussen houdings teenoor regstellende aksie en verskillende disfunksionele gevolge in die Suid-Afrikaanse werksplek as gevolg hiervan, vir beide die Aangewese (Swart, Indi r, Gekleurde en Wit vroulike werknemers) en Nie-aangewese (Blanke manlike werknemers) groepe onderskeidelik, te ondersoek. A nie- eksperimentele (ex-post facto) navorsingsontwerp was gebruik om hierdie doel te bereik. Die belangrike konstrukte was gedefinie r as volg: kennis van regstellende aksie as die respondente se werklike kennis van Suid-Afrika se Wet op Gelyke Indiensneming (1998) en houdings teenoor regstellende aksie as die respondente se standpunt (in terme van negatiwiteit of sensitiwiteit) teenoor vyf regstellende aksie-verwante debatte. Hierdie debatte sluit in houding teenoor meriete, - kwotas, - omgekeerde diskriminasie, - verlaging van standaarde en -“tokenism” (Charlton & Van Niekerk, 1994; Human, Bluen, & Davies, 1999; Lynch, 1989; Qunta, 1995). Vir die Nie- aangewese groep (Wit mans), is Adams se billikheidsteorie (1965) gebruik om te verduidelik hoe die persepsie van onbillikheid in die werksplek kan lei tot sekere vorms van disfunksionele werksgedrag, naamlik “exit, voice, loyalty, stealing” en “silence” (Hirschman, 1970; Pinder, 1998). Vir die Aangewese groepe was “relational demography” teorie (Riordian, 2000; Williams & O’Reilly, 1998) gebruik om te beskryf hoe moontlike “uit-groep” status van regstellende aksie kandidate kan lei tot laer vlakke van werksatisfaksie, groep kohesie en organisatoriese betrokkenheid, en tot ho r vlakke van konflik en rol dubbelsinnigheid.

M.A. / The problem highlighted above, based on the research done in local authorities (Annexure 1), led to the conclusion that it would be of considerable assistance to local authorities if provided with a guide containing applicable information and practical guidance to address and overcome the problem areas highlighted above. The study endeavours to provide such information and guidance. Based on theoretical research the study gives an overview of affirmative action in the United States of America with specific reference to court cases which deal with contentious aspects of affirmative action also faced by employers in South Africa. It also discusses the legal and developmental environments steering the implementation of affirmative action in South Africa and specifically in local government. In doing so, it focuses on lessons to be learned from the experience of other employers in South Africa with specific reference to local authorities as indicated by research done (Annexure 1). As highlighted guidance in respect of process and content will make a significant contribution to the success of affirmative action in the local government sector and will assist local authorities to avoid some of the problem areas and pitfalls highlighted. Therefore based on legislation and agreements pertaining to local government and practical research (Annexure 1), the study discusses a step-by-step organisation/sector-specific process to be followed in implementing affirmative action in local government and the basic content to be addressed during the various phases of the process. In so doing the study inter alia highlights the procedure to be followed to adopt and give effect to all legislation and agreements in the local government sector in a political and economic balanced manner; focuses on how to establish and task the appropriate and legitimate structures which must champion the process of planning and implementation, provides a working method and framework through which common ground can be reached on the extent and content of affirmative action and commitment obtained therefor, provides the procedures and methods through which perceptions, fears and expectations of employees can be determined and addressed as the basis for establishing a culture and climate conducive for affirmative action, discusses the process to be followed to establish an affirmative action policy and strategic plan including the basic contents of these documents and the specific key performance areas to be addressed and programmes to be developed during planning and implementation; Policy Framework for the Implementation of Affirmative Action in Local Government 6 • through the provision of abovementioned aspects, establishes a framework and methods for the continued evaluation and monitoring of the implementation process. In combining theory and practice to give a holistic perspective of affirmative action within the local government context, the study should make a valuable contribution to the successful implementation of affirmative action in the local government sector in South Africa. Given the historical constraints such as human perceptions and intolerance, cultural diversity, lack of education of certain groups, etc., achieving such a perfect balance will be a laudatory accomplishment in the interest of all South Africans and one that must be pursued. It is believed that through a proper implementation of the process detailed in this study and specifically through the establishment and utilisation of the structures and programmes identified, a workable and balanced implementation of affirmative action can be achieved. This is specifically so since it is a democratic, accountable and transparent process based on constructive engagement of, and consultation with, all the role-players involved in affirmative action.

D.Ed. (Educational Psychology) / Please refer to full text to view abstract